Many dental practices face occasional (or not-so-occasional) turnover in staff, particularly in entry-level positions.
For those practices that find themselves recruiting and interviewing new candidates, the Federal Equal Employment Opportunity Commission (EEOC) has helpful guidelines on the types of questions that can get employers in hot water with Federal and State authorities.
When putting together an application questionnaire or interviewing candidates in person, a good rule of thumb is to stick to questions that allow you to determine whether the candidate is qualified for the job.
These topics, on the other hand, are best avoided, as they may constitute discrimination, especially if the answers are used in hiring decisions:
- Age or date of birth (although you can ask a teen if they meet minimum work age requirements)
- Sex, race, creed, color, religion, or national origin
- Nature and severity of any disabilities
- Children and child care arrangements
- Marital status
- U. S. citizenship (although you can ask if a candidate has the legal right to work in the U.S.).
But don’t take it from us. We’re dental software people, not fancy lawyers. There’s more information here: http://www.eeoc.gov/laws/practices/.